Now that you have reviewed your job description and is ready to post the position, you may need to comprise a Search Committee. If you are also leading the search, the Creating and Communicating with Your Search Committee [DOC] will walk you through an effective communication strategy as you work through the hiring process.
At Radford University, Search Chairs or Hiring Managers leading a search are empowered to conduct the search at their own pace.
The following timeline is a general guide, designed to show how the process can be expedited for those looking to fill vacant positions quickly.
The more efficiently the process is conducted, the faster the position is filled, and the less likely we are to lose top talent.
| Process | Actions | #of Weeks from Start of Process |
| A resignation letter is received by the Hiring Manager |
The Hiring Manager forwards the resignation letter to Human Resources and reviews the current job description. The Hiring Manager creates a new action in PeopleAdmin requesting to fill the pending vacancy |
0-1 |
| The action travels through the approval process in PeopleAdmin before landing in the Human Resources queue for review and posting. | 0-1 | |
| The position is posted online by Human Resources. All positions have an application review date 10 business days from the posting date. Non-exempt positions will be automatically closed and removed from the web at that time. Exempt positions will remain open to continue to collect applications after the review date. However, applications received after the review date are not required to be considered. |
The Search Committee charge is conducted by either the Hiring Manager, Human Resources, or both. This includes a review of the job description and candidate qualifications. Human Resources, the Search Chair, or Hiring Manager leads the search and reviews applications throughout the posting period, sorting candidates meeting the qualification requirements onto the screening matrix. |
2-3 |
| At 2 weeks, non-exempt positions have been automatically closed and removed from the web. Exempt positions remain posted until a candidate is moved into “Recommend for Hire.” |
Human Resources sends minimally qualified applicants to the department/search committee for review. The Search Committee then convenes to conduct an in-depth review of the screening matrix and applicant materials, with the intention of identifying semifinalists (skype/phone) or finalists (on-campus.) |
3-4 |
| Candidates are skype/phone interviewed (optional). | 4-5 | |
| Candidates are scheduled for campus interviews. | 5-7 (dependent on whether skype/phone interviews were used and traveling arrangements/schedules. | |
|
Post interviews, the Search Committee convenes to review assessment materials. A successful candidate is recommended and references are checked. |
6-8 | |
| The successful candidate is moved into the “Recommend for Hire” stage in PeopleAdmin. |
After the Hiring Proposal is received by HR, the department creates an offer letter once the acceptance of the verbal offer. The offer is contingent on successful completion of the background check |
|
|
The background check authorization form is uploaded to Human Resources and the check is processed. *To comply with State policy the offer letter must be received in HR before we process the background check.* |
4-6 (Background checks usually take 4-6 days to be completed but can take as long as 2 weeks depending on the locations searched). | |
| After the background check results are received and cleared, the hiring proposal will be moved to accepted and authorized to start. |
Onboarding details will be sent to the applicant by HR. |
Please visit Accounting Services for more information on travel and travel reimbursement to assist in reimbursing candidates quickly for expenses incurred during their visit to Radford.
This Candidate Evaluation Form [DOC] is utilized to evaluate candidates during each of their interviews. If a candidate is scheduled for both a skype/phone interview and a campus interview, two evaluation forms should be filled out for the candidate. Additionally, if the candidate is interviewing with various groups throughout campus, and/or giving presentations, have the interviewing groups and audience members fill these out as part of the assessment process.
This Screening Matrix Grid | PDF is completed by the Search Chair during the initial screening of applicants, before convening the Search Committee for the first time. The committee then utilizes the grid for an intensive screening to determine which candidates will be interviewed.
Not sure who your candidates should meet when they come to campus? Reference this On-Campus Interview Itinerary [DOC] to ensure all of your necessary audiences are included during the on-campus interview.
These are sample Interview Questions [DOC] and are not required. The Search Committee should comprise a list of questions for the candidates, and each candidate needs to be asked the same set of questions.
These are sample Reference Questions [DOC] and are not required. Only the references for the finalist need to be checked. This reference check can be conducted either by the Hiring Manager or the Search Chair; it is up to the Hiring Manager to decide who will check the references. All references must be asked the same set of questions.